Job Summary
We are looking for a customer service roll to help with calls, emails, and online chats for our vaporizer online store. Our vaporizer are for cannabis oils and is one of the largest brands currently online.
The position would be Monday-Friday 9 AM - 5 PM at one of our locations in Denver.
Our website is: dabadovaporizers.com
Instagram: @dabado
Responsibilities and Duties
<ul>
<li>Customer service: phone, email, and chat.</li>
<li>Maintain an awareness of all product and industry information, state regulations, and merchandise promotions.</li>
<li>Understand current customer needs and encourage customers to purchase additional products, with strong objection/response handling.</li>
</ul>
Qualifications and Skills
Minimum Requirements: 
Prior experience in a customer service and/or call center atmosphere resolving inbound and outbound customer service or sales opportunities
Excellent oral/written communication skills
Excellent customer relations skills Basic sales and competitive selling techniques
2-5 years experience in a similar or sales/service-related position
High School Diploma / GED
Skills Required: 
Ability to read, write and comprehend simple instructions, short correspondence, and memos.
Ability to effectively present information in a one-on-one situation.
Ability to add, subtract, multiply, and divide in all units of measure, using whole numbers, common fractions, and decimals.
Ability to compute rate, ratio, and percent.
Ability to apply common sense understanding to carry out detailed, but uninvolved written or oral instructions.
Ability to use sound judgment to solve problems that involve a few concrete variables in standardized situations.
Ability to use analysis to arrive at logical conclusions and decisions.
Ability to listen to and influence others.
Ability to multi-task and prioritize with high attention to detail.
Self-directed and self-motivating.
Job Type: Full-time
Salary: $2,800.00 to $3,200.00 /month
Experience:
<ul><li>Customer Service: 1 year</li></ul>
Location:
<ul><li>Denver, CO</li></ul>
Work environment:
<ul><li>Call center</li></ul>
Communication method(s) used:
<ul>
<li>Email</li>
<li>Phone</li>
<li>Chat</li>
</ul>

Vaporizer Custom Service Rep.

Our mission at XPRESSION OF AWARENESS is to help people around the world feel and live better by using hemp.
We are in need of Chemist with experience within the hemp, CBD, industry. He/She will be responsible for testing equipment as well as assisting in the extraction, filtration and distillation processes of medicinal cannabis.
Responsibilities: 
<ul>
<li>Operating and maintaining laboratory equipment involved in the manufacturing process</li>
<li>Assisting in extraction process</li>
<li>Combining all required ratio oils, lotions, capsules, tinctures</li>
<li>Documenting and reporting results</li>
<li>Maintaining quality control measures</li>
<li>Continuing focus on R&amp;D and writing manufacturing documents</li>
<li>Maintaining inventory</li>
<li>Maintaining organized work area by storing supplies and keeping work area clean</li>
</ul>
REQUIRED EXPERIENCE, EDUCATION AND SKILLS
<ul>
<li>Bachelor’s Degree in chemistry or related field</li>
<li>1-2 years HPLC experience</li>
<li>Demonstrated written and verbal communication skills</li>
<li>Strong work ethic and willing to work overtime depending project demand</li>
<li>Ability to work independently and manage time efficiently to deliver on project goals</li>
</ul>
Job Type: Contract
Experience:
<ul><li>CBD CHEMISTRY: 1 year</li></ul>

CBD CHEMIST / MIAMI

LeafLine Labs is one of two MN registered medical cannabis manufacturers, located in Cottage Grove, MN. We focus on using controlled environment agriculture and hydroponic growing techniques to produce various strains of cannabis that is turned into extraction based medicine.
Please include a cover letter explaining why are you interested in this position along with a resume to apply.
As a member of the pharmacy team in the St. Paul and Eagan Care Centers, you will be involved in the dispensing of our medicine to patients. The Pharmacy Technician is responsible for patient experience by gathering information from patients and assisting the Pharmacist in activities as directed. LeafLine Labs promotes a work environment that is positive, patient-focused, team oriented and compliant with established policies and procedures. This position is full-time averaging 40 hours per week, generally Monday through Friday, 8:30 am to 5:30 pm, and offers excellent benefits.
Minnesota law requires that any employee of LeafLine Labs be 21 and free of any disqualifying felony convictions. Prior to beginning employment with LeafLine Labs, every employee is legally required to submit to a background check conducted by the Bureau of Criminal Apprehension.
Job Duties: 
<ul>
<li>Assist in the preparation and dispensing of medications and supplies as assigned</li>
<li>Entering information into product inventory database</li>
<li>Produce and label product orders</li>
<li>Process new and refill product orders in the database quickly and accurately</li>
<li>Handle cash/debit payment transactions in a timely manner</li>
<li>Respond to patient call questions and concerns in a patient focused manner</li>
<li>Assist in inventory control functions</li>
<li>Complete necessary reports</li>
<li>Ability to follow SOP’s (Standard Operating Procedures)</li>
<li>Ability to communicate effectively and work well with others</li>
<li>Work towards meeting department goals around efficiencies, yields, and cost</li>
</ul>
Essential Requirements: 
<ul>
<li>Minimum of 2 years of Pharmacy Technician experience is required</li>
<li>Must be certified as CPhT through either the Pharmacy Technician Certification Board (PTCB) or the Certification of Pharmacy Technicians (ExCPT)</li>
<li>Must be registered as a Pharmacy Technician with the Minnesota Board of Pharmacy</li>
<li>Strong human relation, verbal communication and organizational skills</li>
<li>Knowledge of basic computer skills, Point of Sale software and cash management</li>
<li>Strong attention to detail</li>
<li>Ability to creatively solve problems</li>
<li>Team player mentality</li>
<li>Ability to follow direction</li>
<li>Must be willing to work occasional Saturdays</li>
</ul>
Starting pay dependent on experience and qualifications.
LeafLine Labs is an equal opportunity employer and provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability or genetics. In addition to federal law requirements, LeafLine Labs complies with applicable Minnesota and local laws governing nondiscrimination in employment.
Job Type: Full-time
Experience:
<ul><li>Pharmacy Technician: 2 years</li></ul>
License:
<ul>
<li>Registered as a Pharmacy Technician with the Minnesota Board of Pharmacy</li>
<li>Certified as CPhT through the Pharmacy Technician Certification Board (PTCB) or ExCPT</li>
</ul>
Required work authorization:
<ul><li>United States</li></ul>

Pharmacy Technician

CannaRoyalty is a Canadian public company (CSE: CRZ) (OTCQX: CNNRF) that operates, advises and invests in various companies operating in or servicing the cannabis industry across North America. Working at CannaRoyalty provides a unique opportunity to help shape the emerging and exciting cannabis industry. As more jurisdictions across North America move towards complete cannabis legalization, entrepreneurs and investors alike are looking for opportunities to support and build interesting companies in the cannabis space. CannaRoyalty offers the exciting opportunity to be at the forefront of innovation within this industry, and to get meaningfully involved at a relatively early-stage. To find out more, visit us at http://cannaroyalty.com/
POSITION DESCRIPTION
Job title: Human Resource Generalist
Location: Irvine, California
Reporting to: Director, Human Resources
Job type: Full time
SUMMARY
CannaRoyalty is currently seeking a HR Generalist to participate in the implementation, administration and coordination of the Company’s HR function in California. This role will have a heavy recruiting component as our California offices are undergoing substantial growth. The HR Generalist is part of the CannaRoyalty HR team and works alongside and supports divisional management teams in California and interfaces with Corporate HQ in Canada. This position reports to the Global Director, Human Resources.
MAIN RESPONSIBILITIES
<ul>
<li>Organizes and administers activities within the divisional HR function; provides support to Corporate HR when required to help administer the effectiveness of international HR systems and processes</li>
<li>Assists with the development, implementation and ongoing administration for divisional HR programs. These include onboarding, compensation and salary planning, benefits, performance management and goal setting, employment and compliance to regulatory concerns and reporting, policy development and documentation, corporate training, employee relations, and health &amp; safety</li>
<li>Recruits open positions, including preparing job descriptions, posting on job sites, conducting prescreen interviews, arranging interviews with hiring managers, checking references, negotiating salary and benefits, and preparing employment agreements</li>
<li>Provides guidance to managers and employees on HR issues, professional concerns, development needs</li>
<li>Maintain accurate, up-to-date, and complete personnel records</li>
<li>Monitor human resources related documentation to ensure accuracy, consistency, and relevance to business processes</li>
<li>Maintain human resources information and related records systems in compliance with applicable legislation</li>
<li>Stay abreast on compliance requirements and industry best practices; recommend changes or modifications to existing policies and programs to remain in compliance; and adopt best practices where feasible</li>
<li>Travel within California may be required</li>
</ul>
ABOUT YOU
This position is for you if you…
<ul>
<li>Thrive in a challenging and high-performance environment</li>
<li>Have the ability to manage several priorities and meet multiple tight deadlines</li>
<li>Are able to anticipate needs and willing to help as needed</li>
<li>Have a demonstrated interest in being part of an entrepreneurial culture and are highly effective in working with senior and executive management</li>
<li>Are results oriented</li>
<li>Embrace the challenge of a high growth environment</li>
</ul>
ESSENTIAL QUALIFICATIONS
<ul>
<li>Minimum 2 years in a human resources generalist role</li>
<li>Bachelor’s degree in HR management, business, social sciences</li>
<li>PHR certification, or similar preferred</li>
<li>Excellent interpersonal skills, professional communication, and outstanding written and oral communications</li>
<li>Ability to manage several concurrent projects of high priority and impact</li>
<li>Experience with detailed understanding of applicable employment laws and regulations, workers compensation and benefits administration</li>
<li>Dedication to fostering a supportive and productive office culture</li>
<li>Culturally competent, with demonstrated leadership skills</li>
<li>Strong Excel skills, report writing and attention to detail required</li>
<li>Experience with HRIS, ATS and LMS systems preferred</li>
</ul>
We thank all applicants for their interest in joining our team, however only those whose skills and qualifications closely match the requirements of this position will be contacted.
CannaRoyalty is an equal opportunity employer and committed to delivering accessibility for all persons with disabilities.
Job Type: Full-time

HR Generalist

Professional Administrative Assistant desired for well-established B2B promotional products company with a dedicated division in the Cannabis industry. Lots of variety in this small, friendly sales office where you will be an important team member. Responsibilities include:
-Assist President with Product Research and Order Write-Up
-Organize Samples / Showroom Display
-CRM Update
-Set Up Client Web Stores
-Shipping/Receiving
-Backup Reception
Requirements include:
-Proficiency with standard office procedures
-Organization and efficiency in an office environment
-Experience with computers
-Accuracy with details
-Type at 55 w/p/m
-Excellent English language usage, both written and verbal
If you are a self-starting team-player with common sense and a winning attitude, and if you have high ethics, honesty, and a happy disposition, then please apply today!
Benefits include medical +alternative care, disability, 2 weeks vacation, sick leave, year-end bonus
Job Type: Full-time
Salary: $14.00 to $16.00 /hour

Administrative Assistant

Requirements: 
<ul>
<li>A valid Marijuana Worker Permit issued by OLCC or ability to obtain one before start date.</li>
<li>21+ years of age.</li>
<li>1+ year experience packaging Cannabis extracts and/ or concentrates preferred.</li>
<li>Ability to sit or stand for multiple hours per shift.</li>
<li>Ability to work kindly with others.</li>
<li>Team based, positive attitude.</li>
</ul>
Roles and Responsibilities: 
<ul>
<li>Ensure that all packaged goods meet required quality control measures.</li>
<li>Work timely and efficiently with the rest of the packaging crew to ensure daily goals are met or exceeded.</li>
<li>Be able to work each packing station effectively with minimal waste and/ or loss. (scales, folding, stickering, sealing, etc.)</li>
<li>Report directly to Packaging Supervisor and Director of Operations.</li>
</ul>
Job Type: Part-time
Salary: $11.25 to $12.00 /hour

Packaging Associate

Procurement Manager Job Summary
The Procurement Manager is to oversee purchases and to develop and maintain vendors’ contracts. Manage the company’s inventory and supply of raw material and services. Characterized by excellent organizational and record-keeping skills. Attention to detail and problem-solving aptitude. Maintain product database in all relevant systems used by the company. Maintain an updated list of inventory and incoming purchases and supplies, and be responsible for approving purchases. The main goal is to ensure our operations have always an adequate flow of the needed materials.
Procurement Manager Duties and Responsibilities
<ul>
<li>Manage the company’s supply portfolio ensuring transparency of spending</li>
<li>Collaborate with other managers to determine supply needs and appropriate timing</li>
<li>Assist in forecasting to plan future orders</li>
<li>Control inventory levels and ensure availability of materials</li>
<li>Analyze and calculate costs of procurement and suggest methods to cut procurement expenses</li>
<li>Maintain records of purchases, pricing, and other procurement activity, materials quantity, specifications etc.</li>
<li>Purchase supplies and materials according to specifications</li>
<li>Coordinate and supervise receiving and warehousing procedures</li>
<li>Determine quantity and timing of deliveries</li>
<li>Oversee distribution of supplies in the Affiliate organization</li>
<li>Supervise, evaluate and coach subordinates</li>
<li>Create and maintain good relationships with vendors/suppliers to foster good negotiations</li>
<li>Cooperate with stakeholders to guarantee agreement on terms and processes</li>
<li>Research and anticipate shifts in the negotiating power of suppliers</li>
<li>Invent negotiation strategies and secure profitable deals</li>
<li>Optimize sourcing procedures to attain maximum efficiency</li>
<li>Maintain accurate product database in all systems used by the company</li>
</ul>
Procurement Manager Requirements and Qualifications
<ul>
<li>Excellent verbal and written communication skills</li>
<li>Ability to analyze problems and strategize for better solutions</li>
<li>Ability to network, negotiate, establish, and administer vendors’ relationships</li>
<li>Accurate and precise attention to detail; Goal-oriented, organized team player</li>
<li>Understanding of forecasting and budgeting</li>
<li>Proficient computer skills, including Microsoft Office Suite (Word, PowerPoint, Outlook, and Excel)</li>
<li>Experience in shipping and receiving</li>
<li>Comfortable with figures and in collecting, analyzing and interpreting data</li>
<li>Solid understanding of procurement processes, policy, and systems</li>
</ul>
ABOUT DIXIE BRANDS, INC.
Located in Denver, Colorado, Dixie Brands, Inc.,(Dixie) through its affiliates across the country, has been formulating and producing award-winning THC and CBD-infused products since 2009. What began as a single flagship product, the Dixie Elixir (a THC-infused soda), has now expanded to over 30 different products across over 100 SKUs, representing the industry’s finest edibles, tinctures, topicals and connoisseur grade extractions. In addition, Dixie Brands has launched two new cannabinoid product lines: Aceso, is a suite of “hemp 2.0” products designed to provide general wellness and relief from minor aches and pains as well as mild-anxiety. Therabisis a pet supplement formulated by an experienced veterinarian and designed to provide pets, and their owners, with relief from itching and mild-anxiety as well as providing greater joint mobility. To find out more about Dixie’s innovative products, or about how Dixie is building the future of cannabis, please visit us at http://www.dixiebrands.com.
Job Type: Full-time
Experience:
<ul><li>Procurement: 1 year</li></ul>

Procurement Manager

Need experienced trimmers , on call - this perfect job for student . Harvest is every 2 weeks .must follow simple task , Experience is must , must be fast at trimming ! Hourly pay . Send in resume . Social media .no junkies . Legit licensed facility. Must be willing to meet for a interview before hand
Job Type: Part-time

Cannabis trimmers

SUMMARY
Ermont, Inc. is hiring Cultivation Technicians to assist with Cannabis propagation in Quincy, Massachusetts. Our dispensary and co-located cultivation facility are located in the historic Quarry Hills section of West Quincy. We are a non-profit corporation founded by Massachusetts residents committed to expanding the availability of medical marijuana for patients in Massachusetts. We offer a safe, welcoming environment, and are committed to setting the standard in Massachusetts in the evolving field of medical marijuana.
The cultivation technician will assist the cultivation management team with all tasks associated with the daily maintenance and production of a medicinal Cannabis crop. The ideal candidate will possess a strong work ethic, high attention to detail, and the ability to interact positively and effectively in a team environment.
DUTIES
<ul>
<li>Responsible for daily plant maintenance: Environmental monitoring, irrigation, nutrition management, insect scouting, pruning, topping, training</li>
<li>Assists with the propagation and movement of plant material: cloning, seed germination, transplanting, transport</li>
<li>Assists with the harvesting of biomass for transfer to the processing team</li>
<li>Maintains clean and organized work environment</li>
<li>Completes tasks in a timely and efficient manner according to company SOPs</li>
<li>Complies with DPH and industry standards set forth by the state of Massachusetts</li>
<li>Provides feedback to management team to improve processes and core functions</li>
</ul>
SKILLS &amp; QUALIFICATIONS
<ul>
<li>Background in horticulture, agriculture, and/or plant sciences</li>
<li>General knowledge of Cannabis</li>
<li>Ability to take direction and complete assigned tasks</li>
<li>High attention to detail</li>
<li>Positive, team-centered attitude</li>
<li>Effective communication skills</li>
<li>Punctual and reliable</li>
<li>Ability to pass a Federal Background Check</li>
<li>Work references (3)</li>
<li>At least 21 years of age</li>
</ul>
ESSENTIAL JOB FUNCTIONS
<ul>
<li>Ability to stand and walk for extended periods of time</li>
<li>Ability to bend and lift without assistance</li>
<li>Repetitive use of hands for all functions</li>
</ul>
COMPENSATION
<ul>
<li>Hourly wage - $14/hr</li>
<li>Medical Benefits</li>
</ul>
*Resumes without a cover letter will not be considered*
Job Type: Full-time
Salary: $14.00 /hour

Cultivation Technician

Description

 The Washington State Patrol (WSP) is a nationally accredited law enforcement agency made up of dedicated professionals who work hard to improve the quality of life of our citizens and prevent the unnecessary loss of life on a daily basis. Mission Statement 
The Washington State Patrol makes a difference every day, enhancing the safety and security of our state by providing the best in public safety services. Vision 
To be the best public safety agency in the United States. Motto 
Service With Humility Values 
Every employee is a critical member of a team committed to earning the trust and confidence of the public through:<ul>
<li>Strong leadership
</li>
<li>Effective partnerships
</li>
<li>Professional excellence
</li>
<li>Acting with integrity and accountability
</li>
<li>Respecting and protecting individual rights
</li>
<li>A culture of continuous improvement</li>
</ul>
 
Goals<ul>
<li>Goal 1 - Build a culture of trust, collaboration, and continuous performance improvement.
</li>
<li>Goal 2 - Make people safe on Washington roadways.
</li>
<li>Goal 3 - Make people secure by reducing the risk of crime, terrorism, fire, and other natural disasters.
</li>
<li>Goal 4 - Deliver results-oriented, statewide public safety services.
</li>
<li>Goal 5 - Improve and sustain agency infrastructure and business processes</li>
</ul>

 

Qualifications

 
The character of police officers today is continually being challenged. Because public scrutiny is particularly intense for uniformed personnel, applicants seeking employment with the Washington State Patrol as a Trooper Cadet must possess an exemplary background and personal history. The nature of police work necessitates that only the best applicants are chosen. We have provided our standards to assist you in making a realistic assessment of being hired as a Trooper Cadet. 
The WSP has four phases to our hiring process. 
Phase 1 Physical fitness test and written test (Conducted by Public Safety Testing) 
Phase 2 Polygraph 
Phase 3 Background Investigation, Oral Interview 
Phase 4 Psychological test, Psychological Interview w/ Psychologist, Medical exam 
<ul><li>
Current Military -Please do not apply until you are within six (6) months of your ETS date. Please contact the WSP Human Resource Division (HRD) if you have any questions.</li></ul>
 
Minimum Requirements:<ul>
<li>Be a United States Citizen or a Lawful Permanent Resident of the United States of America
</li>
<li>Be 19½ years old at time of application
</li>
<li>Possess a current, non-probationary, and non-restricted valid driver's license
</li>
<li>Possess a Washington State driver's license and maintain such licensure during employment with WSP
</li>
<li>Possess a high school diploma from a state sanctioned and recognized school, GED, or associates or higher from an accredited college
</li>
<li>Pass a medical exam, prior to being hired
</li>
<li>Be willing and able to work weekends, holidays, rotating shifts, and be on 24-hour call
</li>
<li>Be free from the use of narcotics or controlled substances
</li>
<li>Successfully pass a pre-employment polygraph examination
</li>
<li>Successfully pass a thorough background investigation
</li>
<li>Successfully pass a departmental medical examination
</li>
<li>Successfully pass a departmental psychological examination
</li>
<li>Be willing to accept statewide assignments
</li>
<li>Knowledge between right and wrong and demonstrate it by example and life style
</li>
<li>Maintain good personal hygiene
</li>
<li>Pay one's bills and meet financial obligations</li>
</ul>

Applicant must be of good moral character. Indications of a lack of good moral character include, but are not limited to the following:<ul>
<li>Conduct involving dishonesty, fraud, deceit, or misrepresentation
</li>
<li>Intentional deception or fraud or attempted deception or fraud in any application, examination, or other document
</li>
<li>Acts or conduct that would cause a reasonable person to have substantial doubts about the individual's honesty, fairness, respect for the rights of others, or for the laws of the state and/or the nation
</li>
<li>Conduct that adversely reflects on the individual's character to perform the duties of a trooper
</li>
<li>Any applicant with a history of domestic violence shall be eliminated as an employee candidate at that point in the hiring process per RCW 10.99 and the Washington State Patrol Regulation Manual, Chapter 8.00.320. RCW Mandate - Will apply to all trooper cadet and CVEO applicants</li>
</ul>
 
Applicants must possess the following physical abilities, skills, and traits:<ul>
<li>Ability to see, hear, smell, feel, walk, jump, run, climb, lift, drag, carry
</li>
<li>Ability to jump into a vehicle, jump over guardrails, and change a tire
</li>
<li>Ability to shoot a pistol, rifle, and shotgun with either hand
</li>
<li>Ability to distinguish colors and be free from color blindness and night blindness</li>
</ul>
 
Must be able to learn and demonstrate the following job requirements after being trained by the department:<ul>
<li>Knowledge of First Aid
</li>
<li>Knowledge of when and when not to use force, up to and including firearms
</li>
<li>Communicate clearly when using radio equipment
</li>
<li>Operate a standard-issue patrol vehicle unaided
</li>
<li>Knowledge of when to use emergency lights and siren
</li>
<li>Ability to demonstrate the proper use of all issued equipment
</li>
<li>Ability to provide credible courtroom testimony</li>
</ul>
 

Supplemental Information

Compensation: 
Trooper Cadets - $4,590.00 monthly base salary. After successfully completing the Trooper Cadet Training, Trooper Cadets are promoted to Trooper and will receive a Trooper's monthly base pay of $5,280.00 (63,360 annually). 
Once a Trooper has reached six months from their commissioned date they will receive the following step increases until they have their fifth year of commissioned service. Progression Monthly Base Pay:Longevity Pay:
<ul>
<li>0 - .5 years $5,280
</li>
<li>.5 - 1.5 years $5,596
</li>
<li>1.5 - 2.5 years $5,932
</li>
<li>2.5 - 3.5 years $6,287
</li>
<li>3.5 - 4.5 years $6,664
</li>
<li>4.5 + 5 years $7,066
</li>
<li>5-10 years $7,278
</li>
<li>10-15 years $7,424</li>
</ul>
After a Trooper reaches their fifth year of commissioned service, they will receive 2% longevity pay every five years of commissioned service. 
Read about Shift Differential Pay, Education Incentive Pay, Geographic Pay, and Specialty Pay, as well as Paid Leave Time and Benefits here: http://wsp.wa.gov/be-a-trooper 
The policy of the Washington State Patrol (WSP) is to recruit and provide equal employment opportunities for all applicants. The affirmative action information requested in this on-line application is voluntary and is only used for reporting affirmative action information to the state and federal government. G.I. Bill Education Benefits: Candidates entitled to G.I. Bill education benefits administered by the U.S. Department of Veterans Affairs may qualify for a supplemental monthly check while participating in an on-the-job training program. The Trooper positions with the Washington State Patrol is a position that require on-the-job training. To learn if you are eligible for these benefits please call the U.S. Department of Veterans Affairs at (888) 442-4551. 
For additional information on Veteran's Preference and guidance on how to determine if you are eligible, click here. NOTE: Veterans may qualify for VA benefits while training. We thank you and are grateful for your service 
Drug possession/usage beyond these standards disqualifies you for employment with the WSP. "Possession" is defined as having actual physical control of any illegal (non-prescribed) drug for personal use with the intent to commit a crime "Use" is defined as trying, testing, or experimenting, which includes, but is not limited to, tasting, smoking, injecting, absorbing, sniffing, or inhaling<ul>
<li>No use or possession of any non-prescribed Schedule 1-5 drugs (except for Marijuana/Hashish) over five (5) times combined. This standard applies to synthetic versions of Schedule 1-5 drugs. Marijuana cannot be regarded as legal until federal law regards it as legal
</li>
<li>No use or possession of any non-prescribed Schedule 1-5 drugs (except for Marijuana/Hashish) in the last three (3) years. This standard applies to synthetic versions of Schedule 1-5 drugs
</li>
<li>No use or possession of Marijuana/Hashish within the last one (1) year, regardless of age
</li>
<li>No use or possession of Opiates or Heroin, regardless of time frame
</li>
<li>No injection of any non-prescribed illegal drugs, regardless of time frame
</li>
<li>Use of non-prescribed medication for medical-related purposes may be considered on a case-by-case basis by the Human Resource Division (HRD) Commander
</li>
<li>No trafficking, selling, offering to sell, or transporting for sale of any illegal drugs, regardless of time frame
</li>
<li>No drug use or possession of any non-prescribed Schedule 1-5 drugs (except for Marijuana/Hashish) after submitting any law enforcement application
</li>
<li>No drug use or illegal possession of any non-prescribed Schedule 1-5 drugs while employed by a law enforcement agency (including military law enforcement)
</li>
<li>No intentional inhalation (huffed) of any aerosol or substance (nitrous oxide, whippets, paint, glue, DXM, etc.) in the last three (3) years</li>
</ul>
 Examples of Schedule I-V Drugs include, but are not limited to:<ul><li>
Schedule I (RCW 69.50.204) – Examples could include: Codeine, Heroin, Morphine, Ecstasy, LSD, Peyote, GHB, Methaqualone, Marijuana/Cannabis, etc.</li></ul>
<ul><li>
Schedule II (RCW 69.50.206) – Examples could include: Opium, Cocaine, Codeine, Hydrocodone, Oxycodone, Methadone, Methamphetamine, Amphetamine, Depressants, Hallucinogenic substances, etc.</li></ul>
<ul><li>
Schedule III (RCW 69.50.208) – Examples could include: Stimulants, Depressants, Hallucinogens, Ketamine, Anabolic steroids, Hallucinogenic substances, etc.</li></ul>
<ul><li>
Schedule IV (RCW 69.50.210) – Examples could include: Barbital, Diazepam, Fludiazepam, Halazepam, Lorazepam, Phenobarbital, etc.</li></ul>
<ul><li>
Schedule V (RCW 69.50.212)
</li></ul>
Any conduct deemed to impede the ability of the WSP to effectively fulfill its responsibilities; causes a lessening of public confidence in the ability of the WSP to perform its mission; or does not equate with the high ethical standards expected by the public of law enforcement agencies will result in disqualification.<ul>
<li>Have no felony convictions
</li>
<li>Have no misdemeanor convictions involving DUI, use or possession of firearms in the commission of a crime, crimes of violence (i.e., domestic violence, assault, sex crimes, etc.), or controlled substances
</li>
<li>Other than those identified above, misdemeanor convictions over the age of 21 may be considered on a case-by-case basis, provided they did not occur within the last three (3) years. Final approval will be determined by the HRD Commander
 </li>
<li>Misdemeanor convictions under the age of 21 may be considered on a case-by-case basis provided they did not occur within the last three (3) years Final approval will be determined by the HRD Commander
</li>
<li>No more than two (2) convictions of major moving violations (Reckless Driving, Negligent Driving 2nd Degree, etc.), within the last ten years
</li>
<li>Applicant must possess a current, non-probationary, and non-restricted valid driver's license. History of restrictions on license or driving record due to vehicle operation or control will be considered on a case-by-case basis. Upon hire, must possess a Washington State driver's license and maintain such licensure during employment with the WSP</li>
</ul>
 For this purpose, the term "conviction" shall include any disposition adverse to the subject, except a decision not to prosecute, a dismissal, or acquittal; provided, however, that a dismissal entered after a period of probation, suspension, or deferral of prosecution or sentence shall be considered a disposition adverse to the subject. Any applicant with a history or conviction of domestic violence shall be eliminated as an employee candidate at that point in the hiring process per RCW 10.99 and the WSP Regulation Manual, Chapter 8.00.320. RCW Mandate – Will apply to all fully commissioned trooper applicants and CVEO applicants.

Washington State Patrol Trooper Cadet

Position Description: 
The Dispensary Manager ensures that the dispensary department operations are in compliance with the Office of Medical Marijuana Use Program and internally approved Standard Operating Procedures (SOP’s).
The Dispensary Manager collaborates with the Regional Dispensary Operations Manager and the Director of Sales and Marketing to document and implement practices, policies, and strategies that support a performance and results-driven culture.
The Dispensary Manager is an exempt level position and reports to the Regional Dispensary Operations Manager ector.
Essential Duties and Responsibilities: 
<ul>
<li>Maintains highest level of presentation, customer service, and compassion to all patients.</li>
<li>Responsible for managing the dispensary department in a manner that supports the organizations mission as defined by the Regional Dispensary Operations Manager and the Director of Sales and Marketing.</li>
<li>Provide departmental leadership to assure that all departmental operations such as admissions, patient consulting, product dispensing, cash management, inventory management, inventory auditing, outreach, marketing and ordering are functioning with integrity and in the most cost efficient, compassionate and compliant manner.</li>
<li>Performing monthly, quarterly and annual sales reviews and provide suggestions for improvement to the Regional Dispensary Operations Manager and the Director of Sales and Marketing.</li>
<li>Responsible for ensuring vigilance, adherence and departmental compliance with the Medical Use of Marijuana Program and HIPPA regulations including but not limited to confidentiality, training, patient record keeping, submissions of reports, preparation of policies and procedures, acting as a departmental contact person for regulators and law enforcement personnel.</li>
<li>Responsible for training, supervising and evaluating all departmental employees to assure compliance with departmental SOP’s.</li>
<li>Responsible for overseeing and ensuring cash management procedures are being followed including, transacting, opening, closing, depositing, reporting, maintaining and reconciling cash with BioTrack and all departmental SOP’s.</li>
<li>Responsible for overseeing and ensuring dispensing procedures are happening in compliance with State Regulations including admissions, verification of patient’s eligibility, allotment of available medicine, entering patient data into the state registry, BioTrack and any other database required.</li>
<li>Responsible for interfacing with managers in all departments to ensure smooth running of the dispensary.</li>
<li>Stays informed and knowledgeable about state and local laws, regulations and industry news</li>
<li>Other ad-hoc assignments as requested by the Executive Director, the Regional Dispensary Operations Manager and the Director of Sales and Marketing.</li>
</ul>
Additional Duties and Responsibilities: 
Compliance
<ul>
<li>Practice policies and procedures related to the protection of personal and sensitive data must be adhered to at all times and only divulged to authorize persons.</li>
<li>Assists the Regional Dispensary Operations Manager and the Director of Sales and Marketing.in maintaining all regulatory licenses and renewals.</li>
<li>First point of departmental contact with State and Local regulatory representatives.</li>
<li>Responsible for leading and complying with planned and unplanned audits / inspections.</li>
<li>Ensuring reportable events are communicated to state and proper recordkeeping is taking place.</li>
<li>Ensuring compliance with State and Federal Labor and payroll regulations.</li>
</ul>
Inventory Control and Management 
<ul>
<li>Creating new product and price points for cannabis products and paraphernalia products</li>
<li>Ensuring proper management of pre-packaged inventory and inventory movement between the vault and dispensing stations.</li>
<li>Overseeing and ensuring nightly audits &amp; 30-day audits are being conducted in conjunction with all departments.</li>
</ul>
Marketing and Outreach
<ul>
<li>Organize and lead guest tours and maintaining relationships with physicians, patients, politicians and professionals in the community that we serve.</li>
<li>Responsible for ongoing education and outreach program relating to medical cannabis for the benefit of member patients.</li>
<li>Coordinate on the success of promotions, coupon and recommend future promotions and sales.</li>
</ul>
Human Resources
<ul>
<li>Partners with the Human Resources Director in reviewing salaries, writing appraisals, and disciplinary actions when required.</li>
<li>Records Retention</li>
<li>Responsible for resolving day to day employee benefits administration issues.</li>
<li>Oversees bi-weekly payroll processing and personal time off tracking procedures in accordance with company policies and ensuring all pay changes are approved by appropriate leaders.</li>
<li>Planning &amp; coordination of staff meetings and company sponsored events.</li>
</ul>
Education and/or Work Experience Requirements: 
<ul>
<li>5-7 years in progressively responsible retail experience, including at least three years in a management position</li>
<li>Ability to manage a team of staff members at a time during normal business hours in a fast paced, heavily regulated environment</li>
<li>Experience in inventory management and reconciliation</li>
<li>Excellent oral and written communication skills</li>
<li>Proficient computing skills</li>
<li>Innate desire to achieve success and a work ethic to match</li>
<li>Ability to critically think and problem solve without direction</li>
<li>High level of integrity</li>
</ul>
Preferred: 
<ul>
<li>Bachelor’s Degree in business, management, or related areas</li>
<li>Experience working in a heavily regulated industry</li>
</ul>
Physical Requirements: 
Work may require prolonged sitting/standing, some bending, stooping and stretching. Requires eye-hand coordination and manual dexterity sufficient to operate a cash register, photocopier, telephone, calculator and other office equipment. Requires normal range of hearing. Requires close vision with the ability to see color and adjust focus. Requires lifting up to 30 pounds occasionally.
Equal Employment Opportunity Employer.
Job Type: Full-time

Dispensary Manager

Aerial Groundhand

***Recruiters, do NOT contact with unsolicited services. Direct applicants only.

Job Status: Full Time/ Hourly + Overtime

Benefits: Health Insurance, 401k, Stock Investment Plan, Employee Assistance Program, Paid Holidays and PTO

Job Summary

To perform tasks associated with the construction/upgrade of aerial cable television systems. Specific duties include, but are not limited to:
<ul>
<li>Maintain proper inventory on vehicle based on work assignment</li>
<li>Throw 1-2 lb. weighted rope over elevated cable lines, and tree branches</li>
<li>Pull lashing equipment down cable lines to secure wires</li>
<li>Use pounding equipment to install grounding rods and anchors into ground</li>
<li>Assist in pulling out cable lines and other equipment used in installing cable TV wires</li>
<li>Operate chain hoist to add tension to cable and guy wires</li>
<li>Read blueprints to interpret daily work assignment</li>
<li>Operate vehicle, following all safety and traffic regulations</li>
<li>Direct traffic flow in accordance with local D.O.T. guidelines</li>
<li>Other responsibilities as directed by Supervision</li>
</ul>
Knowledge, Skills and Abilities
<ul>
<li>Ability and willingness to follow direction from Supervision</li>
<li>Willingness to work both individually and in a team environment</li>
<li>Ability to communicate professionally with co-workers, homeowners, and customers</li>
<li>Ability to climb numerous telephone poles daily, approx. 20’ in height</li>
<li>Ability to lift and/or pull 75 pounds several times each day</li>
<li>Ability to endure long periods of standing, sitting, or walking</li>
<li>Ability to work in an outdoor environment during all times of the year</li>
<li>Must have a valid driver’s license</li>
<li>Must be authorized to work in the United States</li>
<li>Must be able to pass drug and background screening</li>
</ul>
__________________________________________________________________

Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company’s policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions. 
__________________________________________________________________ 
When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program. 
For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application. 
CALIFORNIA APPLICANTS: Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not felonies or misdemeanors.) 
CONNECTICUT APPLICANTS: Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath. 
GEORGIA APPLICANTS: Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act. 
HAWAII APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated. 
IOWA APPLICANTS: Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered. 
MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 
MASSACHUSETTS APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years. 
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. 
MICHIGAN APPLICANTS: Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction. 
MINNESOTA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
NEBRASKA APPLICANTS: Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence. 
NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment. 
NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.) 
NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified. 
OHIO APPLICANTS: Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11. 
PENNSYLVANIA APPLICANTS: Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) 
RHODE ISLAND APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law. 
WASHINGTON APPLICANTS: Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

Aerial Groundhand - Freetown, MA

Aerial Crew Groundhand

***Recruiters, do NOT contact with unsolicited services. Direct applicants only.

Job Status: Full Time/ Hourly + Overtime

Benefits: Health Insurance, 401k, Stock Investment Plan, Employee Assistance Program, Paid Holidays and PTO

Job Summary

To perform tasks associated with the construction/upgrade of aerial cable television systems. Specific duties include, but are not limited to:
<ul>
<li>Maintain proper inventory on vehicle based on work assignment</li>
<li>Throw 1-2 lb. weighted rope over elevated cable lines, and tree branches</li>
<li>Pull lashing equipment down cable lines to secure wires</li>
<li>Use pounding equipment to install grounding rods and anchors into ground</li>
<li>Assist in pulling out cable lines and other equipment used in installing cable TV wires</li>
<li>Operate chain hoist to add tension to cable and guy wires</li>
<li>Read blueprints to interpret daily work assignment</li>
<li>Operate vehicle, following all safety and traffic regulations</li>
<li>Direct traffic flow in accordance with local D.O.T. guidelines</li>
<li>Other responsibilities as directed by Supervision</li>
</ul>
Knowledge, Skills and Abilities
<ul>
<li>Ability and willingness to follow direction from Supervision</li>
<li>Willingness to work both individually and in a team environment</li>
<li>Ability to communicate professionally with co-workers, homeowners, and customers</li>
<li>Ability to climb numerous telephone poles daily, approx. 20’ in height</li>
<li>Ability to lift and/or pull 75 pounds several times each day</li>
<li>Ability to endure long periods of standing, sitting, or walking</li>
<li>Ability to work in an outdoor environment during all times of the year</li>
<li>Must have a valid driver’s license</li>
<li>Must be authorized to work in the United States</li>
<li>Must be able to pass drug and background screening</li>
</ul>
__________________________________________________________________

Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company’s policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions. 
__________________________________________________________________ 
When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program. 
For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application. 
CALIFORNIA APPLICANTS: Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not felonies or misdemeanors.) 
CONNECTICUT APPLICANTS: Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath. 
GEORGIA APPLICANTS: Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act. 
HAWAII APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated. 
IOWA APPLICANTS: Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered. 
MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 
MASSACHUSETTS APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years. 
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. 
MICHIGAN APPLICANTS: Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction. 
MINNESOTA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
NEBRASKA APPLICANTS: Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence. 
NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment. 
NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.) 
NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified. 
OHIO APPLICANTS: Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11. 
PENNSYLVANIA APPLICANTS: Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) 
RHODE ISLAND APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law. 
WASHINGTON APPLICANTS: Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

Aerial Crew Groundhand - Westfield, MA

Fiber Splicer

***Recruiters, do NOT contact with unsolicited services. Direct applicants only.
Job Status: Full Time/Hourly + Overtime

Benefits: Health Insurance, 401k, Stock Investment Plan, Employee Assistance Program, Paid Holidays and Paid Time Off

Job Summary 
CCG is looking for experienced Fiber Splicers to splice fiber optic cable in both indoor and outdoor settings, have knowledge of construction practices for Outside Plant cable placement, ability to read, interpret, and update splicing schematics and diagrams. Specific duties include, but are not limited to:
<ul>
<li>Splice fiber optic cables including both loose tube and ribbon cables, and construct proper splice cases and fiber termination panels</li>
<li>Ability to fusion splice and terminate various types of fiber optic connectors</li>
<li>Experience and knowledge using OTDR, CD/PMD, OLTS, ORL and Fusion splicing machines in addition to all other commonly used tools and test equipment</li>
<li>Interpret buried underground and aerial as-builts and splice schedules</li>
<li>Installation and dressing of fiber optic cabling</li>
<li>Produce slicing diagrams and designs</li>
<li>Maintain inventory</li>
</ul>
Skills/Requirements
<ul>
<li>Must have telecommunications experience with 2+ years of splicing experience</li>
<li>Willingness to travel and work additional hours as needed to meet Customer demands.</li>
<li>Ability to work in an outdoor environment during all times of the year</li>
<li>Ability to work under pressure in a fast paced and quickly changing environment</li>
<li>Must have excellent verbal and communication skills</li>
<li>Must have excellent organizational skills and be detailed oriented</li>
<li>Ability to multitask and stay organized under pressure</li>
<li>Maintain a positive attitude and strong work ethic</li>
<li>Ability to multitask and stay organized under pressure</li>
<li>Maintain a positive attitude and strong work ethic</li>
<li>Must have a valid driver’s license</li>
<li>Must be authorized to work in the United States</li>
<li>Must be able to pass drug and background screening</li>
</ul>
_________________________________________________________________

Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company’s policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions. 
_________________________________________________________________ 
When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program. 
For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application. 
CALIFORNIA APPLICANTS: Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not felonies or misdemeanors.) 
CONNECTICUT APPLICANTS: Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath. 
GEORGIA APPLICANTS: Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act. 
HAWAII APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated. 
IOWA APPLICANTS: Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered. 
MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 
MASSACHUSETTS APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years. 
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. 
MICHIGAN APPLICANTS: Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction. 
MINNESOTA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

NEBRASKA APPLICANTS: Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence. 
NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment. 
NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.) 
NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified. 
OHIO APPLICANTS: Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11. 
PENNSYLVANIA APPLICANTS: Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) 
RHODE ISLAND APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law. 
WASHINGTON APPLICANTS: Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

Fiber Splicer - Westfield, MA

Green Thumb Industries (GTI), a national cannabis cultivator, processor and dispensary operator, is dedicated to providing dignified access to safe and effective cannabis nationwide while giving back to the communities in which we serve. As a vertically integrated company, GTI manufactures and sells a well-rounded suite of branded cannabis products including flower, concentrates, edibles, and topicals. We also own and operate a rapidly growing national chain of retail cannabis stores called RISE™ dispensaries.

Headquartered in Chicago, Illinois, GTI has seven manufacturing facilities and 50 retail locations across seven highly regulated U.S. markets. Established in 2014, we employ more than 300 people and serve hundreds of thousands of patients and customers each year. We are stoked to have been named a Best Workplace 2018 by Crain’s Chicago Business.



The Role

The Grow Specialist provides manual labor to support the activities and operations of the Grow Department, while abiding by laws, rules, policies, procedures and operational guidelines.


Responsibilities

<ul>
<li>Execute &amp; complete assigned tasks, projects and expectations of the Grow Department in accordance with GTI’s mission, vision, goals, and objectives. Main tasks include, but are not limited to:</li>
<li>
Harvesting plants and documenting in State traceability program</li>
<li>
Big leafing plants and documenting in State traceability program</li>
<li>
Potting plants</li>
<li>
Managing waste and documenting in State traceability program</li>
<li>
Maintain open communication with management team and co-workers</li>
<li>
Report employee issues or product situations</li>
<li>
Abide by GTI and grow department’s safety policies</li>
<li>
Follow all SOPs, verbal directives, training information and policies when performing duties</li>
<li>
Other duties as assigned</li>
</ul>


Qualifications

<ul>
<li>Ability to listen well and communicate effectively orally and in writing with various audiences, especially with direct supervisors and co-workers</li>
<li>
Ability to establish and maintain effective working relationships with all employees</li>
<li>
Basic math skills</li>
<li>
Understand applicable federal, state and local laws and regulations as they pertain to the industry, personnel law, safety regulations, local municipal codes and organizational rules, regulations, directives and standard operating procedures</li>
<li>
Ability to work independently throughout a workday with given directives</li>
</ul>


Additional Requirements
<ul>
<li>
Illinois driver’s license or State ID card</li>
<li>
Must be a minimum of 21 years of age</li>
<li>
Must pass any and all required background checks</li>
<li>
Must be and remain compliant with any and all legal or company regulations for working in the industry</li>
<li>
Must be approved by the D.O.A. to receive an Agent badge</li>
</ul>


Minumum Education and Experience
<ul>
<li>
High School Diploma or equivalent</li>
<li>
Previous manufacturing/laborer experience preferred</li>
<li>
Previous agricultural experience preferred</li>
<li>
Equivalent combinations of education and experience may be considered, including internal experience.</li>
</ul>


Working Conditions
<ul>
<li>
While performing the duties of this job, the employee is regularly required to perform reaching, grasping, lifting, walking, standing, talking, hearing, seeing and repetitive motions.</li>
<li>
PHYSICAL DEMANDS: VERY LABOR INTENSIVE. Must be able to lift, carry and balance up to 125 pounds (250 pounds with assistance), may include walking or standing for extended periods of time, as well as stooping, bending over and/or crouching.</li>
</ul>

We can't wait to meet you!

Find a Job

All Jobs & Vacancies